Financial Examples & Earnings Disclaimer

What our examples mean

Wealth Tactical Ltd. ("Wealth Tactical", "we") uses arithmetic to illustrate the financial stakes of time without pay, possible additional severance, and health coverage. We have no customer outcome data demonstrating that our products produce savings, increase severance, or accelerate hiring. We do not advertise an expected return on investment, a savings multiple, or a maximum amount you can save.

What you save and when you get hired depend on your situation and the steps you take.

No promise of a job, income or any result

Our products also cover career steps: checking for warning signs, preparing for a layoff, responding to a severance offer and looking for work. We do not promise that you will keep your job, or that you will get a job, an interview, an offer, a raise, severance, more severance, savings or any other result. We do not promise any result by any date.

The Career Expansion Framework describes a method for looking for work, including contract or consulting work. We make no claim that you will earn any income, win any client or be hired by any date. We have no data on what buyers earn.

The warning signs in our guides are things to check and track. They cannot predict a layoff or guarantee advance notice of one.

How we calculate the headline

We assume a $120,000 annual base salary in USD, equivalent to $10,000 gross per month. One full month without that salary represents $10,000 of missed gross pay.

KFF’s 2025 Employer Health Benefits Survey reports a $26,993 average annual family premium. We divide that figure by 12 and multiply by 1.02, applying the standard COBRA full-cost-plus-2% illustration described by CMS.

$26,993 ÷ 12 × 1.02 = $2,294.405. We round this to $2,294 per month and use that rounded figure throughout the displayed examples. This is an estimate derived from an employer-plan survey, not a measured average COBRA bill or an individual quote.

$10,000 + $2,294 = $12,294. That combines gross pay forgone with the estimated COBRA cost for one month. It illustrates an amount at stake in one hypothetical month. It does not mean that these products save $12,294 or multiply monthly income.

Unpaid days and extra severance

For a workday equivalent, we assume 52 weeks and five workdays per week: 260 workdays. $120,000 ÷ 260 = $461.538… per workday, displayed as about $462. Twenty unpaid workdays × $120,000 ÷ 260 = $9,230.769…, displayed as about $9,231. Workdays are not calendar days, and this is not an employer’s payroll deduction method. Holidays, paid leave, calendars, and payroll policies vary.

For severance, $120,000 ÷ 52 = $2,307.692… gross per week, displayed as about $2,308. Two additional weeks × $120,000 ÷ 52 = $4,615.384…, displayed as about $4,615. We calculate before rounding. These examples apply only if additional severance at that rate is actually agreed. They do not establish an entitlement or a likely negotiation result.

Longer gaps and family coverage

Our one-, three-, and six-month scenarios multiply $10,000 of assumed gross monthly pay and $2,294 of estimated monthly family COBRA by the same number of months. Three months: $30,000 + $6,882 = $36,882. Six months: $60,000 + $13,764 = $73,764. They are chosen illustrations, not population statistics, expected search durations, or promises about when someone will be hired.

Actual COBRA costs depend on the plan, eligibility, coverage tier, employer subsidy, and applicable rules. The standard 102% illustration does not describe every case. Returning to employer coverage can replace a COBRA bill, but employee premiums, coverage waiting periods, and other costs affect any net difference. The workbook itself does not lower insurance premiums.

Why these amounts are not a net-loss or savings estimate

Gross pay is before tax. The examples do not subtract severance, unemployment benefits, other income, employer contributions, or other offsets. The full COBRA premium is not the incremental increase over the employee’s former premium contribution. Household spending, tax changes, replacement coverage, and benefits timing also affect the actual result.

We do not add hypothetical extra severance to the missed-pay-plus-coverage totals. Severance may offset part of a pay gap; treating it as an extra loss would double-count amounts. A complete personal comparison would use take-home income, incremental costs, and all relevant offsets on a consistent basis.

What the tools are built to do

• The $27 guide: check and track possible warning signs so preparation can begin while a paycheck is still coming.
• The $57 plan and workbook: organize your numbers, including coverage costs, and calculate from your inputs.
• The $149 action plan: prepare the first steps, negotiation wording, advisor information, and career framework.

Each purchase includes only the materials listed on that product page. They are tools you use yourself, not personalized advice or services.

The separate preparation-time illustration

Where we show $250 of illustrative preparation value, the arithmetic is five assumed hours of assembling materials yourself × $50 per hour in salary equivalent. We have not measured five hours of customer time savings. This is not a former selling price, cash saving, or guaranteed result. Actual time saved varies. This comparison is separate from the pay-and-coverage example.

Who the material is written for

Our products are written for people employed in the United States. They cover US rules such as COBRA and the WARN Act. They may not apply, or may be wrong, in Canada or any other country.

Education, not professional advice

Our products and calculator provide educational information, frameworks, and estimates. They do not constitute financial, legal, employment, tax, investment, or insurance advice, and no professional relationship is created. The Severance Negotiation Scripts are part of The Layoff Action Plan and provide wording to adapt, not a legal agreement. A qualified professional can review your circumstances and any agreement.

Wealth Tactical is not registered or licensed anywhere as an investment adviser, broker, dealer, insurance agent or tax preparer, and it is not a law firm. We do not recommend any specific security, insurer, insurance plan or other financial product. Nothing we publish is tailored to you.

Our material on severance offers, releases and waivers is general information. It is not a substitute for a lawyer. A severance agreement can ask you to give up legal rights, and the time to review it can be short. Only a lawyer licensed where you work can tell you what an agreement means for you.

Support helps with orders, downloads and files only. We cannot answer questions about your job, severance offer, benefits, taxes or money, and we do not review documents.

Customer outcomes and promotional claims

We do not have evidence establishing typical customer savings, income or hiring outcomes. Illustrative scenarios are not testimonials. Any future paid or incentivized endorsement must disclose that relationship. Affiliates must preserve the assumptions next to financial examples and must not turn a cost comparison into a promised return or savings claim.

Individual product price comparisons

We do not assign fabricated retail values to the documents or treat a checklist as equivalent to professional advice. Each comparison names its basis and is independent:

• Warning-sign guide: ($120,000 ÷ 260) ÷ $27 = 17.094…, about 17×.
• Countermoves add-on: ($120,000 ÷ 260) ÷ $19 = 24.291…, about 24×.
• Survival plan: $2,294 ÷ $57 = 40.245…, about 40×.
• Action plan: ($120,000 ÷ 52) ÷ $149 = 15.488…, about 15.5×.
• The separate entry guide’s $250 preparation-time illustration uses five assumed hours × $50/hour. It is not supported by measured customer preparation time, a previous retail price, or a guaranteed cash saving.

These ratios must not be added together. The missed-pay examples overlap. The severance amount is conditional and may offset a gap in pay. None is an amount the product is proven to save.

The Department of Labor states that the FLSA does not require severance and describes it as a matter of agreement. Other applicable laws, contracts, and benefit plans can matter. No negotiation result is promised.

Coverage cost versus the change in coverage cost

KFF reports an average $6,850 annual employee contribution toward family coverage. Against the same survey’s $26,993 full premium, an illustration using standard 102% COBRA gives ($26,993 ÷ 12 × 1.02) − ($6,850 ÷ 12) = about $1,724 more per month than that average employee contribution. This incremental illustration is different from the $2,294 COBRA estimate (the full premium plus 2%) and is not used as an additional item in our headline total. These are survey averages, not a quote or a prediction of individual costs. See KFF 2025.

Sources we cite

The figures and rules quoted on our pages come from these sources. Rules and figures are stated as of the date shown on the page or in the file, or as of the date it was last published where no date is shown. They can change. Check them against the official source before you rely on them.

• Average employer health premiums: KFF 2025 Employer Health Benefits Survey
• COBRA premiums of up to 102% of the plan cost: CMS COBRA guidance
• Severance pay: US Department of Labor, severance pay
• WARN notices of plant closings and mass layoffs: US Department of Labor, WARN Act

Contact

Questions about this disclaimer:

Wealth Tactical Ltd.
Email: legal@wealthtactical.com
Mailing Address: 225 Railway St E, #1, Cochrane, Alberta, Canada T4C 2A1